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Best Buy: Discontinuing ‘Results Only Work Environment’ |
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Please note: This case study was compiled from published sources, and is intended to be used as a basis for class discussion. It is not intended to illustrate either effective or ineffective handling of a management situation. Nor is it a primary information source. Chat with us Please leave your feedback |
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“They’re doing the same things companies do when things aren’t going well: ‘We’d better get everyone back in the office.’ It’s a knee-jerk reaction to feeling out of control.” – – Jody Thompson, Co-Creator of ROWE, in March 2013 "“It makes sense to consider not just what the results are but how the work gets done. Bottom line, it’s ‘all hands on deck’ at Best Buy and that means having employees in the office as much as possible to collaborate and connect on ways to improve our business.” ". – Matt Furman, Spokesman of Best Buy, in March 2013.
Under the program, managers of the departments were encouraged to try flexible work scheduling and trust their team members to work flexibly. Employees were given full autonomy in choosing their working hours as long as they showed results. The ROWE gave good results and led to a drastic fall in attrition and improvement in productivity.
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